Advertising
Advertising

The Difference Between A Great Leader And A Regular Manager

The Difference Between A Great Leader And A Regular Manager

That’s kind of a funny title to me, honestly. The difference between a great leader and a regular manager—as if the two are actually similar. Like asking, “what’s the difference between an orange and a tangerine?” A leader and a manager are so entirely different from each other, in my opinion. More like an orange and a shovel!

But this question is asked because there is a perception that they’re similar. A false perception. So many people are so used to a corporate hierarchy that they assume that their superior—their manager—is also someone they should follow and look up to. And a lot of managers automatically assume that their status makes them a leader, that people should look up to them and hold them in high regard.

All that is completely wrong and makes no sense. You have little say in who is assigned to be your manager, but you choose who you are going to follow. A manager of a department is just a title—it’s just another name for someone who was given a certain amount of authority over other employees. Yet, any one of those employees could be a leader.

It also greatly matters what area of life we’re talking about. For the sake of this article, we’re going to look at the traditional manager as leader in a company. Keep in mind, though, that this extends to all areas of life, like being a leader within your family and community, or being a leader within your circle of friends and with your hobbies.

As an online marketer, I can’t simply manage. With my colleagues, clients, and contractors, there is very little room for simply telling them what to do. I have to back everything up with my actions, my performance, and my integrity. Being an entrepreneur has required that I learn how to lead, and fast.

My many years in the corporate world gave me many lessons on the friction created when people think of being a leader as an assigned title, as opposed to an earned status that has to be backed up by daily actions.

If you’re a manager at your company, how can you become a better leader? As an employee, what traits do you look for in a leader that distinguishes them from just a manager? Let’s look at some key points.

Advertising

1. A great leader connects daily work with greater goals, rather than focusing on short-term results.

The larger the company, the easier it is to lose site of greater goals. Even at the largest, most successful companies in the world, you will find within them a series of departments doing the same tasks day in and day out. Microsoft, Google, Virgin Inc., all have budget and accounting departments, operations, and IT departments. In just about every company in every industry, the purpose of those jobs is pretty much the same.

When I used to work in investment banking and trading, I often had this empty feeling that my work was just getting lost among the mass of work throughout the company. I’d hand it in by a certain deadline, and I’d rarely hear anymore about it. Who did it actually go to? Who actually looked at it and relied on it? How did it actually contribute to the company as a whole and what goals did it serve?

Every goal, no matter how great, has to be broken down into smaller goals, daily goals, and eventually actionable steps. These actionable steps make up an employees job description and duties. But how often are employees reminded of why they’re doing what they’re doing?

It’s that employee’s job to go in each day and take care of those assigned duties. It’s the manager’s responsibility to make sure that his team is completing all of the assigned duties.

A leader, however, keeps that greater goal in mind. A leader is aware of how this seemingly boring and repetitive work is contributing to and accomplishing a greater goal. A leader knows that success is boring, that it is made up of consistency and discipline.

A manager focuses on making sure all the daily work is done, which is his job and makes him look good and will eventually lead to a promotion. A leader does all that, but at the same time, makes sure his employees are aware of their contribution to the greater goals.

2. A great leader thinks of people as people instead of seeing only titles and organization.

A manager can justifiably only look at his job as managing a department. Everyone’s title gives him a clear summary of what they do and what to expect from them, including himself. A manager has a place in an organization and he/she is either looking to remain in that capacity successfully or move up higher within the company.

Advertising

Within that context are actual employees with lives and feelings of their own. A leader is aware of that on a regular basis. Knowing who your employees are, their strength and weaknesses, their aspirations and fears, their dreams and passions is an intangible but very valuable asset. It allows you to organize the work within your department to everybody’s strength. It allows people’s self confidence to grow.

When people feel appreciated and valued, their energy level goes up. Their pride and sense of integrity in their work goes up. Not just for themselves but because they also care how they reflect on their manager.

3. A great leader is excited about members’ achievements instead of feeling threatened.

A manager is also an employee, with his own goals and motives. Everyone wants to get ahead and be recognized for their achievements. As a manager, that position often means that you get recognized and congratulated for the success of your department, which is fair enough because the functioning of the department is the manager’s responsibility.

At the same time, it is possible for a member of the team to be individually recognized for a job well done.

There are two courses of action here for both scenarios above. Unfortunately, the more common scenario is that the manager will accept the praise and recognition for the performance of the department and pat himself on the back for being a great manager. And when a member of his team is recognized for their accomplishments and contributions without him, there will be a natural reaction of feeling threatened. After all, an employee moving up could mean him moving down.

A leader won’t look at it that way. A leader will immediately remind the organization that it was the work of the individuals that allowed his team to perform so well. They made his job easy, and the recognition should go to them, by name.

A leader will be the first one to stand up and shout “congratulations!” to a team member without any feeling of threat. Why? Because a leader revels in the success of others and knows that pulling other up is how he will succeed, not by keeping others down.

Advertising

4. A great leader feels responsible when members make mistakes instead of blaming the team.

Accepting responsibility is one of the more undervalued traits out there. Sure, we can all agree that it’s admirable and everyone should do it, but easier said than done, which is why it can be so hard to teach! It has to be taught by example—so if it’s easier said that done, who’s doing the teaching?

A manager locates the source of a mistake and blames that person—which is fine; a person should accept blame for their mistakes and strive to do better next time. But the manager is also the representative and advocate for this team. So when he blames his team for a mistake to people outside of the team, two things can happen. First, it makes his team look bad. Second, his team can lose trust and respect for him because they now know that he won’t advocate for them and is putting himself first.

A leader, however, sees the performance of his team as his responsibility. Since their work reflects on him, he accepts responsibility for their performance. Mistakes are part of human nature, but they can also reflect a problem with the system that the team functions within. Why was the mistake made, and how can it be prevented in the future? What can the team improve? These are the concerns that come to a leader’s mind. While he will be aware of who made the mistake and why, he will not announce it to the world. Instead, he will accept responsibility for what happened.

A leader leads by example. By accepting responsibility for the mistakes of his team, his team will learn to accept responsibility for their work and naturally be more thorough in the future. This small gesture also helps his team members improve the quality of their work and, therefore, their careers—which, as we know, a leader cares about.

5. A great leader is more concerned with the process than the results.

What’s more important: the result or the process? Every company or organization is going to be concerned with the bottom line, of course. Results have to be seen in order for goals to be achieved. A manager is keenly aware of what work needs to get done and the deadlines that apply. A manager has to show results and will be held accountable for them. So it’s in a managers best interest to demand and expect results from his team.

If you look at the bigger picture you’ll see that, with a proper system in place, work will get done thoroughly, on time, and results will be a natural by product of how efficient the system in place is. So what if results aren’t being shown consistently? Or to the desired level? A leader understands that it’s the process that’s most important. One bottleneck could be handicapping an otherwise efficient system and team of people.

A leader is keenly aware that it’s the process that needs to be nurtured and monitored. Results are just a symptom.

Advertising

6. A great leader uses passion to motivate and inspire instead of using authority.

As tempting as it is to wield your authority when a deadline is approaching or when better performance is needed, it can only take you so far. In some cases, it can be effective or even necessary to use your authority. Tough love has its place. But again, it can only take you so far and it typically has short term results. People aren’t going to go home with growing respect for a manager that constantly says “do as I say.”

A leader has passion and knows that passion is contagious. Even on mundane projects, a leader can be passionate about the performance of his team, about completing the project and the sense of accomplishment everyone will get out of it.

A leader seeks to use his passion to inspire his team. Inspiration will allow people to take their effectiveness and productivity to new heights, every single time.

7. A great leader actively supports his team instead of handing out assignments.

My business is entirely remote. My students, contractors and colleagues live all over the place. The only way I can see great results with my team is to get in there with them. Everything I teach, I am doing myself. Every assignment that I contract out, I have worked on myself and in many cases will continue to work on and help those contractors out if they need it.

A manager can tend to simply hand out assignments and expect them to be completed. A leader actively supports his team and doesn’t hesitate to help his team out when it’s needed, as opposed to sitting idly by looking at the deadline.

A leader considers himself part of the team, fully interested in the success and well being of everyone on the team.

Do you agree? Disagree? Is there anything that I missed? Please share your thoughts below!

Featured photo credit: http://www.freeimages.com/profile/spekulator via freeimages.com

More by this author

The Difference Between A Great Leader And A Regular Manager How Focusing Just 4 Hours Every Month Can Skyrocket Your Productivity

Trending in Work

1 How to Sharpen Your Transferable Skills For a Swift Career Switch 2 How to Make Going Back to School at 30 Possible (And Meaningful) 3 7 Powerful Habits To Win In Office Politics 4 10 Signs of a Bad Boss and How to Deal with Them 5 10 Great Skills to Include in Your Resume When You Change Careers

Read Next

Advertising
Advertising
Advertising

Last Updated on July 18, 2019

How to Sharpen Your Transferable Skills For a Swift Career Switch

How to Sharpen Your Transferable Skills For a Swift Career Switch

Most people grow up with dreams to go to college and graduate with high-paying job offers waiting for them the week after graduation. Others may favor non-traditional career paths. But the desire is the same: to find a job we love where compensation is commensurate with experience.

However, plans change. For instance, what started out as a dream to be a surgeon is cut short by a nasty injury and you’re debating how to transition into a new role. Or you might be facing being let go from your current employer and are anxious about “options out there.”

Whatever the case may be, switching careers can be intentional or unintentional. What matters is that you’re well-prepared, and the only way to do so is to learn new skills — hone in on your transferable skills.

Why Hone in on Your Transferable Skills?

There are several reasons you need to develop these skills if you want to go far in life and your career. In a nutshell, honing in your your transferable skills can lead to:

Better Job Offers

Continuous assessment and improvement of your skills widens the pool of job offers for you to make selections from. You’re no longer tethered to one industry as you’re able to lead your career by design, not by default.

People with transferable skills on a resume also open up opportunities for more potential employers.

Increase in Pay and More Responsibilities

You’ve heard the saying “with great power come great responsibility.” In your case, transferable skills make you more marketable to employers which could lead to pay raises.

Although this isn’t an automatic process– you have to be proactive about what you want in the marketplace, there is a chance that these pay raises will come with change in titles and roles.

A Shot at Entrepreneurship

Yes, changing career paths also includes the possibility of working for yourself. With these skills and work experience, you could live anywhere in the world and design a life and career you want.

We’ve talked about why you need to strengthen your transferable skills but what are some these skills, and how can you work on them?

13 Tips to Sharpen Your Transferable Skills

1. Update Your Resume

You might be surprised to know this but yes, updating your resume is a skill. The very first thing you should do while thinking about switching careers is to highlight attributes that make you very desirable candidate to employers.

Think about your volunteer experiences, freelance projects, and school projects. Although they might seem insignificant, they demonstrate your ability to deliver results that several companies are looking for.

While you might have held several positions since college, switching careers will require you to have a different type of resume.

There are three different types of resumes: functional, chronological, and a combination resume. However, if you are looking to switch careers you’ll want to have a functional resume. A functional resume is strengths-based that emphasizes skills that are transferable rather than a collection of dates and job titles.

2. Brush up on Your Communication Skills

Every attempt to get ahead in business and in life starts with the need to communicate effectively. Whether it is interpersonal, intercultural, or multi-generational, the ability to be seen and heard while respecting the boundaries of work relationship matters.

That’s why it’s one of the top skills you need to master. Strong communication skills allows you to effectively tailor your messages to specific audiences, which will make you a stronger asset to any organization.

To hone this skill:

Advertising

Pay attention to your listening skills. To communicate effectively, you need to first learn how to understand others.

Your ability to decode overt and implied messages, no matter how nuanced they are, is key to knowing how to foster deep relationships with others.

This article can also give you effective ways to enhance your communication skills:

How to Master Effective Communication Skills at Work and Home

3. Learn Technical (or Business) Writing

Another form of communication, writing, is a skill that can take you anywhere.

Companies communicate a lot through written memos, emails, newsletters, and other audio-visual means. But at the crux of this all is someone or some people who are tasked with translating the organization’s vision into statements anyone can understand.

To hone this skill:

Consider taking some free or paid classes online. You can accomplish this through several community colleges or online platforms like Lynda, Udemy or edX .

4. Practice Public Speaking and Presentation Skills

No matter how intelligent you are, no one will take you seriously if you’re unable to pull off a decent level of persuasion through presentation skills.

Most presentation can be done through either electronic devices or require your physical presence. Your chosen career may require you to be in front of several hundreds of people or you could be charged with developing materials for presentation.

To hone this skill:

Volunteer to lead projects that give you some responsibility for putting together presentations.

Also, try taking courses that will improve your public speaking skills if you feel lacking.

These tips on public speaking would be helpful too:

The Ultimate Public Speaking Tips to Hook and Impress Any Audience

5. Get Comfortable with Identifying Problems and Solutions

Every organization has got its problems no matter how greener the grass is on the other side.

How to hone this skill:

Advertising

Practice being resourceful.

Do you know where to find every company policy on the intranet in less than five minutes?

Think about a time you noticed some inefficiency at work and proposed a solution. Think about instances where you lent your voice to a cause which resulted in improved processes for your department.

No matter how small or inadequate you might feel, you’ve got some problem-solving skills that some organizations want.

If you look for more ways to improve your problem solving skills, take a look at this article:

6 Effective Ways to Enhance Your Problem Solving Skills

6. Recognize Your Team-Building Ability

Your ability to smoothly switch careers also depends on how well you can energize your team, especially if you’re aiming for a leadership role. Unfortunately, team-building usually isn’t something you learn on the job in most careers unless you hold a managerial position.

The good thing is that you possibly know one or two things about team-building. Think back to moments in college when you had group projects with colleagues and had to work with 3 to 4 other strangers for months. Were you able to get past your differences and disagreements to focus on the uniqueness of everyone at the table?

Making a career switch might require that you work with multidisciplinary teams whether you have a deep knowledge of what the other team does or not. I can easily think of doctors, nurses, physical therapists, and social workers working closely to achieve the goals in a patient’s care plan.

How to hone this skill:

Look for collaborative projects and team building activities that excite you and challenge yourself with new possibilities.

Try some of these tactics to keep your team motivated as well:

17 Proven Tactics for Motivating Employees and Building a Stronger Team

7. Lean into Your Leadership Skills

Although similar to the previous point, leadership skills extend far beyond building teams, managing time sheets and correcting behavior.

What I’m referring to here is your ability to develop a vision, believe in it, and inspire buy-in from everyone involved. This isn’t about knowing how to run a particular machine; it’s about how to lead a team of people with various backgrounds, experiences, and ideas of how things should be done.

How to hone this skill:

Although more complex than the rest, it all starts with an introspective look into your strengths and weaknesses. Then get a mentor or a coach who can bring out your leadership qualities so you can operate from a place of strength.

Advertising

Learn more about the effective leadership types here:

5 Types of Leadership that Help You Build a High Performance Team

8. Improve Your Analytical Skills

Are you good at taking large amount of data and interpreting them? Your skills could come in handy.

Organizations are looking for people to make sense of the data around them, explain how it affects profitability, and make projections based on it. Best of all? You don’t need to be an accountant to be analytical.

How to hone this skill:

Try taking data interpretation classes online or at a community college. Learning Microsoft Excel or Access is also a plus. If you’re ambitious enough, you could consider getting additional certifications to up the ante.

Take a look at these ways to help sharpen your analytical skills:

What Are Analytical Skills and How to Strengthen Them For Success

9. Don’t Discount Your Time Management and Prioritization Skills

How good are you when it comes to deciding how important tasks are, organizing schedules, and coordinating plans?

Should you be willing, there is a market waiting for you out there. Organizations and busy executives are always looking for talented individuals to outsource these tasks to.

How to hone this skill:

Although not everyone possesses secretarial superpowers, you can improve this skill by focusing on taking huge tasks and breaking them into smaller goals or steps in order to achieve a bigger goal.

Here, you can learn to prioritize to achieve more:

The Ultimate Guide to Prioritizing Your Work And Life

10. Embrace Your Creative and Critical Thinking Side

Although it’s often believed that creativity is for the arts and right-brained people, I believe everyone is capable of being creative. In fact, most organizations recognize creativity as a vehicle that will drive successful inventions in the future.

How to hone this skill:

Try doing something fun. As simple as this sounds, you’d be surprised to learn how much. In fact, behavioral and learning scientist, Marily Oppezzo, says taking a walk might be all you need to get your creative juices flowing.[1]

Advertising

Anyone can be creative, you just need the right way to train your brain:

What Is Creativity? We All Have It, and Need It

11. Don’t Stop Learning Tech Knowledge and Skills

Being tech-savvy is a huge plus. If you have an affinity with computers, software applications and are abreast of technological improvements, it is a transferable skill that is worth highlighting.

You don’t have to be a young college graduate with silicon valley dreams to work

How to hone this skill:

All you need is the determination and the readiness to learn. This article will give you some ideas on the types of skills to learn:

How to Improve Your Computer Skills to Get Ahead in Your Career

12. Build Networks and Relationships

You aren’t free from networking. Not at the moment. With your goal to switch to a different career, your networking skills will come in handy.

Fortunately for you, networking doesn’t have to be so hard.

How to hone this skill:

Attend conferences and job fairs. Chances are you already have people in your network you can move you closer to your dream career.

To enhance your networking skills, take these steps:

How to Network So You’ll Get Way Ahead in Your Professional Life

Final Thoughts

Although there are several people with the same qualification and degree(s) you possess, what ultimately determines hireability comes down to a myriad of things such as culture fit, how teachable you are, cultural sensitivity, inter-generational awareness, and your ability to navigate uncertainty.

You have a chance to stand out by letting your dream companies know how these soft skills make you an invaluable asset, and how saying ‘YES’ to you is a win-win for both parties.

Happy career switching!

More Resources About Career Advancement

Featured photo credit: Unsplash via unsplash.com

Reference

Read Next